According to the fourth-quarter 2010 Principal Financial Well-Being Index, 43% of American workers cite the achievement of better overall health as the number one reason they would or do participate in a wellness benefit program. In second place, with 33%, was the reduction of personal health care costs. In third place, with 31%, was an increased chance of living a healthier, extended life.
The Principal Financial Well-Being Index is released by Principal Financial Group. It is a quarterly survey of American workers from businesses with between 10 and 1,000 employees. The fourth-quarter 2010 findings involved data from 528 retirees and 1,159 employees.
Survey highlights
- When offered by an employer, blood sugar screenings had an 84% utilization rate, an 18-point increase from 2009 statistics.
- When offered by an employer, weight management programs were utilized by 53% of employees, a 25-point increase from 2009 statistics.
- When offered by an employer, personalized action plans for conditions considered high-risk were utilized by 68% of employees, a 21-point increase from 2009 statistics.
Some credit rising health care costs and more public awareness about conditions such as heart disease and diabetes with American workers being more ready to take action toward their own health. There is clear indication that employees are increasingly taking personal responsibility for their wellness, and this trend is discussed in Workplace Wellness Programs and Employee Health.
Employers Can Benefit From Wellness Programs Too
- Forty-three percent felt they were motivated to perform better and work harder.
- Twenty-eight percent said they were absent fewer days from work.
- Thirty-eight percent said they experienced improved productivity and energy while at work.
- Forty-eight percent said that the offering of wellness benefits encouraged them to remain with their current employer.
Personal responsibility might drive employee participation in wellness programs, but employers also gain when they offer and encourage use of wellness benefits. Employers that invest in employee wellness by providing resources and education typically see healthier employees along with productivity and cost-saving benefits; learn more in Employee Wellness Programs and Their Impact. For help evaluating options and estimating potential savings, talk to an agent.
Frequently Asked Questions
What types of screenings and programs are commonly offered through employer wellness plans?
Common offerings include blood sugar and cholesterol screenings, weight-management programs, smoking-cessation support, and personalized action plans for high-risk conditions.
Do employees actually use employer-provided wellness benefits?
Utilization varies by offering, but many programs report high participation, particularly for convenient screenings and personalized programs tied to specific health risks.
How can employers measure the impact of a wellness program?
Employers can track metrics such as participation rates, absenteeism, productivity indicators, employee retention, and health-care cost trends over time.
Are wellness programs required to be offered by employers?
No, wellness programs are voluntary employer benefits; organizations choose offerings based on workforce needs, budget, and regulatory considerations.